How to motivate executives to embrace employee engagement

Aligning staffers’ values with specific company objectives will generate ideas that will benefit the bottom line—and that’s the sort of metric that the top brass can appreciate.

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We find ourselves in an employee engagement crisis.

A recent Gallup poll found that 68.5 percent of workers consider themselves “not engaged” or “actively disengaged” at work. Despite this, it’s still challenging to get top executives and managers to focus on employee engagement.

We know that it’s crucial to an organization’s long-term success. We know it’s tied to building a high-performance workplace. So why don’t leaders take it seriously?

The problem with employee engagement

Many leaders simply don’t know how to quantify it.

Measuring engagement does very little to help them manage core objectives. The data also do nothing to help them understand how business is trending.

To illustrate this, let’s look at one way organizations measure engagement: the employee Net Promoter Score (eNPS).

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